Adecco Staffing, USA

Jacksonville, Fla. – February 23, 2015 –Adecco Staffing USA, the nation's leading provider of recruitment and workforce solutions, today released its Definitive Guide to Building a Better Workforce, revealing that 76 percent of companies use contingent labor to enhance their workforce and close talent gaps. Furthermore, “Best-in-Class” companies, a designation given to those with low turnover rates, sizable revenue growth and annual decreases in time to hire, are 44 percent more likely to increase the size of their temporary workforce in the next 12 to 24 months.

Adecco surveyed 536 C-Suite executives across the U.S. regarding the types of talent they need, the skills that are most difficult to find, how they’re using contingent labor and progressive recruiting methods to enhance their workforces, employee retention techniques and more.

While the survey found that 80 percent of employers agree that the U.S. skills gap is a real challenge, the report provides insights into how different companies conceptualize and address this gap in talent. Key findings include:

Best-in-class companies are 31 percent more likely to increase hiring in the coming year to help combat the skills gap.

53 percent of survey respondents feel that shortages in the required skills available in the labor pool are the biggest HR challenge today.

Best-in-class companies are 22 percent more likely than other companies to increase training to ensure employees have the critical skills necessary for their roles.

“With the U.S. unemployment rate at an eight-year low, competition is fierce for skilled talent. That means it’s more important than ever that companies resolve to invest in the recruitment and development of top talent and explore creative, progressive staffing solutions,” said Joyce Russell, president, Adecco Staffing USA.

“Our guide shows that while many companies already invest in the professional development of their employees as well as depend on contingent labor, there is still opportunity for organizations to improve how they approach recruiting and retention,” added Russell.